206 skills · sorted by relevance
Creates workforce reports from uploaded, pasted, or connected HR data. Analyzes headcount, turnover, diversity, and organizational health, then presents key metrics, trends, methodology, caveats, and practical recommendations for leadership and HR teams.
Plan team structure and hiring by defining needed roles, headcount, timing, and costs. Produce text-based org charts and prioritized hiring roadmaps, and identify structural risks such as excessive management overhead or dependence on one person.
Size support and operations teams using demand ranges and queueing calculations, which estimate how work waits for service. Assess workload imbalance and service target risks, then build a quarterly hiring plan that accounts for training time and attrition.
Headcount and delivery-capacity planning — effective capacity from raw headcount, hire/contract/defer scenarios, and capacity-vs-commitment gap reports. Use when planning a quarter, sizing a hiring ask, or testing whether a roadmap fits.
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Designs how an organization is structured — reporting lines, team boundaries, spans and layers, role definition, and workforce planning against the strategy. Use this to structure a new team, restructure an existing one, resolve unclear ownership between teams, plan headcount, or diagnose why a team underperforms for structural rather than individual reasons.
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Plans the shape and size of the workforce — demand for roles, build-versus-buy, attrition, and sequencing hiring against budget. Use this to build a hiring plan, decide which roles to open and in what order, model attrition and backfill, plan for a growth or contraction scenario, or connect headcount plans to the budget.
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Produces a copy-ready clause about a company adding people to one specific department in the last 6 months, plus the department-level headcount counts that drive the segment gate. Triggers on "they're hiring", "hiring surge", "growing their sales team", "scaling the team", "headcount growth", "who added SDRs", "companies that just built a marketing team". Outputs hiring_surge_line, a lowercase second-person clause that completes "Noticed <line>."
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Prospects companies across developer-focused tech verticals for developer marketing agency outreach. Use this skill whenever a user provides a vertical (e.g. AI Agentic, IAC, DevTools, Observability, DevOps, FinOps, AI/SDLC, AI Orchestration, or any other tech vertical) and wants a list of prospect companies to target. Also trigger when the user says "prospect for", "find companies in", "give me leads for", "build a prospect list", or provides a vertical name alongside funding stage and headcount filters. Always use this skill — never attempt prospecting without following this structured workflow. The skill finds exact-fit companies only (never adjacent), maps a real outreach signal and email pain point for each, sources every data point with a URL, and outputs a unified nine-column table: Company, URL, LinkedIn, Headcount, Signal, Signal Sources, Geography, Pain Point, Pain Point Sources.
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Design or review annual operating budget — headcount plan, departmental spending, revenue targets, and variance tracking. Use when asked to "build our budget", "plan headcount for next year", or "review our spending".
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Design or review org structure - spans of control, reporting lines, role clarity, headcount plan, and team topology. Use when asked to "design our org", "should we restructure", "what is the right team structure", or "plan headcount for next year".
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Create, edit, and inspect spreadsheets for reusable budgets, models, and trackers. Check formulas and dependent totals, preserve unrelated data, and deliver an editable workbook or a link to the updated native spreadsheet.
Plan startup hiring from pre-seed through Series A. Organize roles, reporting lines, salaries, and equity compensation, then estimate staffing costs and hiring timelines around revenue goals, funding milestones, and budget limits.
Review customer retention and customer success plans through six focused questions. Examine churn causes, customer segments, staffing capacity, hiring, and compensation, then produce a decision report with a verdict and three concrete next steps.
Plan hiring around business needs, estimate staffing costs, and develop salary bands, equity frameworks, and organizational structures. Use people metrics to examine retention and performance, producing practical proposals for growing companies and their HR leaders.
Finds the root cause of a bug, test failure, or unexpected behavior before proposing any fix. Use this whenever something is broken and the cause is not yet proven — a failing test, a production error, intermittent behavior, or a symptom that appeared after a change. Also use when a fix has been attempted and did not work, or when the same bug keeps coming back.
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Conducts and responds to code review — reviewing a change for correctness, design, and risk, and evaluating review feedback received on your own work. Use this before merging, when asked to review a diff or pull request, when review feedback has arrived and needs acting on, or when feedback seems wrong and needs a reasoned response rather than compliance.
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Designs system structure and makes architectural decisions defensible — boundaries, coupling, trade-offs, and recording why. Use this to design a new system or major component, choose between architectural options, review an existing design, decide where a boundary belongs, or document an architectural decision so it survives the people who made it.
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Aligns learning material to the standard it claims — choosing the right framework for the grade and subject, citing standards by code rather than reproducing their text, and telling a real alignment from a decorative one. Use this to align a worksheet, lesson or workbook to Common Core, NGSS or a state framework, to check an alignment claim before publishing, or to decide what may lawfully be printed on the cover.
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Makes systems debuggable and reliably operable — instrumentation, alerting that is worth waking for, service objectives, and learning from failure. Use this to instrument a service, fix alerting that is ignored, set error budgets or reliability targets, prepare for on-call, or run a blameless post-incident review.
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Builds questions and assessments that measure what they claim — matching item type to the thing being assessed, writing distractors that diagnose, and telling a question that measures learning from one that measures reading speed or test-taking. Use this to write or review assessment items, design a unit check or diagnostic, work out why scores do not match classroom performance, or decide how much evidence a claim about mastery actually needs.
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Writes and revises agent skills so they trigger at the right moments and give usable instruction when they do. Use this when creating a new skill, editing an existing one, diagnosing a skill that fires too often or never fires, or reviewing a set of skills for overlap. Also use before adding to a skill library, to check the capability is not already covered.
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Manages the relationship with a represented workforce — administering a collective agreement, handling grievances, understanding what supervisors may and may not say, and preparing for bargaining. Use this for a grievance or arbitration question, a work rule change in a represented unit, supervisor guidance during organizing, contract interpretation and past practice, or preparation for negotiations.
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Runs the production schedule — sequencing and releasing work, managing work in process and changeovers, and holding the promised date when the floor and the order book disagree. Use this to build or fix a production schedule, decide what to run next, diagnose why lead times are growing while machines look busy, set up OEE or throughput measurement, or choose between make-to-stock and make-to-order for a product line.
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Ships changes safely and often — pipelines, deployment strategies, feature flags, rollback, and database changes. Use this to design a deployment pipeline, reduce release risk, roll out a risky change gradually, plan a schema migration, or work out why releases are infrequent and frightening.
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